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Making #love and making personal #branding #leadership
Social media making love, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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#HR #RRHH The 6 Basic #Leadership Styles and When to Use Them

#HR #RRHH The 6 Basic #Leadership Styles and When to Use Them | Making #love and making personal #branding #leadership | Scoop.it
Good leaders need to be able to vary their leadership style and move between the styles mentioned here in response to the prevailing situation. These styles used in combination should enable a far more effective leadership that delivers tangible improvements in team performance, but relies upon the judgement of the leader in selecting the most appropriate style.

Via David Hain
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David Hain's curator insight, November 26, 3:27 AM

A good 101 on Goleman's famous leadership styles and why/when/how to flex them.

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#RRHH las 5 claves que tienen las #pymes para retener profesionales con #talento

#RRHH las 5 claves que tienen las #pymes para retener profesionales con #talento | Making #love and making personal #branding #leadership | Scoop.it
por idealista.com Sobre el papel, una pequeña y mediana empresa no puede competir con una gran compañía en lo que se refiere a la calidad y el talento de la plantilla porque dispone de menos recurs...

Via Juan Carlos Valda
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3 Crucial #Leadership Traits You May Be Overlooking

3 Crucial #Leadership Traits You May Be Overlooking | Making #love and making personal #branding #leadership | Scoop.it

#

When we characterize the most prolific business leaders of our time, we often project an image of a Jack Welch-esque persona, making sweeping, revolutionary, difficult changes across the board to help move their companies forward. Fists are pounded on tables, voices are raised, and companies’ needs are put before those [...]

Via Anne Leong
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12 Important Things I Have Learned About #Leadership, Success And Failure by @justcoachit

12 Important Things I Have Learned About #Leadership, Success And Failure by @justcoachit | Making #love and making personal #branding #leadership | Scoop.it
I have had great success and I have also suffered great challenges and failures that humbled me, nearly destroyed my career and taught me that the only way to lead forward is to learn forward. The ability to develop a new relationship with one’s failures that optimizes our ability to learn and relearn, build resiliency and grit and also look at problems, solutions and failures with new eyes that take us forward is critical.  Using failure to succeed is a critical life and leadership skill.

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David Hain's curator insight, November 26, 3:18 AM

Heartfelt and perceptive lessons in life and career from Irene Becker, @justcoachit. Backed up by lots of resources.

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#RRHH 30 Frases Geniales de #Liderazgo

#RRHH 30 Frases Geniales de #Liderazgo | Making #love and making personal #branding #leadership | Scoop.it
El liderazgo se puede definir como la capacidad de influir con el ejemplo, de hacer mejores a otros y de transformar una visión en realidad.  Todo líder debe ir(...)
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#HR #Leadership Why Middle Managers Are So Unhappy

#HR #Leadership Why Middle Managers Are So Unhappy | Making #love and making personal #branding #leadership | Scoop.it
Who are the unhappiest among your workers? And what’s driving them crazy? They may not be who you think they are. They aren’t who we would have thought.

To find out, we gathered data from the most unengaged and uncommitted employees from more than 320,000 employees in a variety of organizations. We then identified those employees whose engagement and commitment scores were in the bottom 5% and compared the responses of these 15,729 unhappy souls to the rest.

You might think these would be the people with poor performance ratings or the ones in over their heads – people with inadequate training, education, or experience for the job. Or perhaps they’re the ones who haven’t been on the job long enough to decide they’re a bad fit and move elsewhere.

But when we examined the demographic characteristics of these employees, we found instead that they could best be described as those “stuck in the middle of everything.”

Via David Hain
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David Hain's curator insight, November 25, 9:48 AM

Engagement bombshell! 'Unhappiest people at work are good, steady performers' ~ Zenger Folkman research.

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The New Science of Building Great Teams

The New Science of Building Great Teams | Making #love and making personal #branding #leadership | Scoop.it
Just by looking at the sociometric data, we’ve been able to foretell which teams will win a business plan contest.

Via David Hain
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David Hain's curator insight, November 25, 2:44 AM

MIT Human Dynamics bring the detail of great teamwork together with precise observations.  Meet the 'charismatic connectors'.

Alexis Assimacopoulos's curator insight, November 25, 7:47 AM

http://www.worldsviewacademy.com/products/purposeful-teams-intervention/279

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The Future of HR

The Future of HR | Making #love and making personal #branding #leadership | Scoop.it
Complication

Many of today’s larger companies have overly complicated, hierarchical structures. As they grew to their current size, control processes were put in place to create efficiencies. To ensure reliable operations and avoid risk, work became standardized. New layers of supervision appeared, more silos were created, and knowledge acquisition was formalized, all in an attempt to gain efficiency through specialization. Support departments, like human resources, were added to manage the resulting complicated structure.

Ricard Lloria's insight:

via @Laura Rosillo

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#Actitud #Emociones No me llames Ira, llámame coraje por @AntoniaAreval

#Actitud #Emociones No me llames Ira, llámame coraje por @AntoniaAreval | Making #love and making personal #branding #leadership | Scoop.it
Mi querida Ira. Mi querida conocida, tan mal entendida, tan mal usada, tan abusada. pecado capital para el cristianismo, debilidad para el islam, obstáculo para el budismo...Con ese historial como ...
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#RRHH @juancbarcelo: “Creer que todo tiene solución no es optimismo, es #talento” por @TalentFY

#RRHH  @juancbarcelo: “Creer que todo tiene solución no es optimismo, es #talento” por @TalentFY | Making #love and making personal #branding #leadership | Scoop.it

Cuando yo era joven (de esto hace ya unos años) triunfaba una canción de un grupo llamado Golpes Bajos que se titulaba: “Malos tiempos para la lírica”

Pasados los años creo que siguen siendo malos tiempos para la lírica. El panorama actual que nos ofrece el mundo laboral deja poco espacio para la lírica y requiere mucho más de épica.

Por mucho que nos cuenten que todo está muy difícil y lo está, esa no es razón suficiente para bajar los brazos y rendirse; más bien al contrario, es el momento de demostrarnos a nosotros mismos y a las empresas que no pueden permitirse el lujo de prescindir del talento de tantos trabajadores que son los que al final hacen buena o mala una organización.

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#RRHH #Pymes #Empresas Seis principios para la gestión del #talento

#RRHH #Pymes #Empresas Seis principios para la gestión del #talento | Making #love and making personal #branding #leadership | Scoop.it
Artículo de la semana

Los seis principios para la gestión efectiva del talentoHarvard Deusto Business Review Günter K. Stahl et al.


'Una de las herramientas más potentes que pueden utilizar las empresas para desarrollar líderes es implicar a los mandos directos. Significa lograr que jueguen un papel clave en la selección del talento y, a continuación, hacer que asuman la responsabilidad de desarrollar las habilidades y el conocimiento de sus empleados.'


Los autores presentan los resultados de un proyecto de investigación del INSEAD y las universidades de Cornell, Cambridge y Tilburg que analizó durante años la gestión del talento en 33 corporaciones multinacionales de once países de América, Ásia-Pacífico, Europa, Oriente Próximo y África.
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#RRHH "La autocomplacencia es el peor enemigo de las grandes #empresas"

#RRHH "La autocomplacencia es el peor enemigo de las grandes #empresas" | Making #love and making personal #branding #leadership | Scoop.it
La iniciativa y la adaptación del profesional a un entorno sometido a un cambio constante son las capacidades por las que apuesta el presidente de GE para evitar el acomodo laboral en una multinacional.
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Picasso on Success and Why You Should Never Compromise in Creative Work

Picasso on Success and Why You Should Never Compromise in Creative Work | Making #love and making personal #branding #leadership | Scoop.it
One must have the courage of one’s vocation and the courage to make a living from one’s vocation. The “second career” is an illusion! I

Via Sandeep Gautam
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Sandeep Gautam's curator insight, November 25, 12:31 AM

"One must have the courage of one’s vocation and the courage to make a living from one’s vocation. The “second career” is an illusion! "

 

the exact reason I'm moving more and more towards aligning my passion and my work-life:-)

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How To Reduce Your Risk of Rejection

How To Reduce Your Risk of Rejection | Making #love and making personal #branding #leadership | Scoop.it

Rejection is the worst. It was painful when you were a child, and it doesn’t feel any better as an adult.

But there are ways to minimize your risk of rejection when asking for something you want, says Susan Krauss Whitbourne, PhD, a psychology professor at the University of Massachusetts Amherst.

In a recent article for Psychology Today, Whitbourne offers 10 tips to avoid rejection.


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, November 26, 4:42 AM

Let's face it: asking for a favor or a raise is a nerve-wracking experience. Here's several ways to make it less stressful.

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#RRHH 7 claves de Resiliencia: el coraje para volver atrás

#RRHH 7 claves de Resiliencia: el coraje para volver atrás | Making #love and making personal #branding #leadership | Scoop.it
A la mayoría de nosotros se nos paga por ser expertos en cosas del ayer. Se nos paga por lo que fuimos en el pasado. Pero esto realmente es cada vez menos necesario, por que el pasado cada vez es u...

Via Juan Carlos Valda
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#RRHH #Liderazgo: El saludo: un pequeño detalle de inmenso valor comunicacional

#RRHH #Liderazgo: El saludo: un pequeño detalle de inmenso valor comunicacional | Making #love and making personal #branding #leadership | Scoop.it

La visión de la atención al cliente con un enfoque artístico invita a conocer y manejar profesionalmente diversos factores que abarcan desde aspectos sociales hasta psicológicos. Estas variables determinan la voluntad de las personas y las organizaciones para relacionarse de manera virtuosa y significativa con sus clientes.

 

Bajo esta noción, debemos reivindicar y reconsiderar el saludo inicial al cliente como un elemento fundamental en el proceso de buena atención. Este vínculo primario afecta y determina el resto de toda la interacción, y compromete cualquier objetivo de servicio, venta o de negocio.


Via MyKLogica
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MyKLogica's curator insight, November 26, 2:47 PM

Excelente artículo de Juan Carlos Jiménez, en el que profundiza y nos hace tomar conciencia de lo que el saludo implica y su importancia para un buen inicio de relación y más si nos encontramos atendiendo un cliente ... externo o interno.


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#Liderazgo #Leadership What Does Giving Trust Mean?

#Liderazgo #Leadership What Does Giving Trust Mean? | Making #love and making personal #branding #leadership | Scoop.it
Giving trust is an essential leadership value to embrace and use. This is the Millennial leader challenge and opportunity in trust.

Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, November 25, 11:30 AM

By Jon Mertz. Millennial #Leadershp givers of #trust

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Employees behaving badly: The top 10 unethical workplace behaviours

Employees behaving badly: The top 10 unethical workplace behaviours | Making #love and making personal #branding #leadership | Scoop.it
Employees behaving badly: The top 10 unethical workplace behaviours


The top ten bad behaviours witnessed in the workplace were:

• Cutting corners – 72%
• Lying to hide your mistakes – 72%
• Badmouthing colleagues – 68%
• Passing the buck (when you don't get your work done) – 67%
• Slacking off when no one's watching – 64%
• Lying to hide other people's mistakes – 63%
• Taking credit for other people's work – 57%
• Taking a sickie – 56%
• Lying about skills and experience – 54%
• Taking low value items from work – 52%


Via Roger Francis, David Hain
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Roger Francis's curator insight, November 23, 4:56 AM

Squirmy bottom time.

David Hain's curator insight, November 23, 6:21 AM

Hard to look at this list honestly and make excuses. Maybe it should be lasered into a mirror?

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20 Ways to Improve Employee Performance

20 Ways to Improve Employee Performance | Making #love and making personal #branding #leadership | Scoop.it

Via Daniel Watson
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Daniel Watson's curator insight, November 25, 2:20 AM


Are your employees engaged to the level that you want to see for the sake of the future of your business?


Would your business benefit from even a small increase in the performance of each of your employees?


Have you run out of ideas for increasing employee engagement levels and improving the performance of some or all of your employees?


Could you implement to good effect, some of the means outlined in this excellent short article, and see the required results?

Jeremy Barton's curator insight, Today, 2:07 AM

Some useful tips here that will make a difference.

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#Management in Networks

#Management in Networks | Making #love and making personal #branding #leadership | Scoop.it

In networks, cooperation is more important than collaboration. Collaboration is working together toward a common objective. This is what most workplaces are focused on. It is also what most managers focus on. Implicit in many workplaces is that if you are not focused on the objective at hand, you are not doing any real work. This emphasis on collaboration blinds managers. They cannot see the potential of social networks for enabling sense-making and knowledge-sharing. Many managers do not understand the value of cooperation, or sharing freely without direct reciprocity. Cooperation sounds too much like wasting time on Facebook or Twitter. Most management practices today still focus on 20th century models, such as Henry Fayol’s six functions of management [look familiar?].

forecastingplanningorganizingcommandingcoordinatingcontrolling
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#Recomiendo #RRHH por @LauraRosillo: Con Canas: #Talento madurescente en ebullición

#Recomiendo #RRHH por @LauraRosillo: Con Canas: #Talento madurescente en ebullición | Making #love and making personal #branding #leadership | Scoop.it
En el invierno demográfico que estamos inaugurando vaticina horribles augurios para un futuro próximo en el que seremos más los mayores de 50 que los menores de 18. Tal vez no sea tan mala noticia, y la segunda edad de las máquinas, la de la robotización, la smart-city, la impresión 3D y el (Quantified Self) YO cuantificado, requiera de personas que vayan más allá de las máquinas sofisticadas, gracias a su mayor experiencia en la vivencia del cambio constante y la adaptación permanente a un entorno líquido.
Eso sí, no todos estamos llamados a ser los futuros madurescentes, agentes de cambio, que convivan con naturalidad con una sociedad tecnificada hasta el extremo. Hay que volver a transformarse como ya lo hicimos en nuestra adolescencia. Hay que volver a ser rebelde, cuestionar el "status quo" y partir de nuevo en busca de la independencia y la libertad personal. Hay que arrancarse la vieja envoltura y renacer, desaprender un montón de viejos hábitos y antiguas certezas, para lanzarse sin paracaídas a un mundo que requiere que por fin despleguemos nuestro potencial innovador.
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The Pygmalion Effect & the Power of Positive Expectations

The Pygmalion Effect & the Power of Positive Expectations | Making #love and making personal #branding #leadership | Scoop.it

The Pygmalion Effect is a phenomenon where the greater the expectation placed upon a person or team, the better they perform. It is often referred to as the “Self Fulfilling Prophesy”, as what you expect from a person or team will be reflected in the outcome.

Studies have shown that people internalize their positive or negative labels, and corresponding actions and outcomes mirror this internalization. Essentially, if a Leader has positive expectations, the follower’s performance will be reflected by positive outcomes.

The most well-known study on this effect was conducted by Robert Rosenthal and Lenore Jacobson. They fundamentally showed that teachers’ expectations in an elementary school setting were directly manifested in students’ test scores and increase in IQ. The teachers were told a certain number of students were quick learners, destined to excel. A control group was also studied with no indication to the teachers of any “quick” learners. At the end of the study, gains were linearly achieved by all students, in all groups. However, for the students deemed “quick accelerators”, the gains were strikingly more significant.

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#RRHH #Liderazgo ¿Puede un mal jefe provocar enfermedades?

#RRHH #Liderazgo ¿Puede un mal jefe provocar enfermedades? | Making #love and making personal #branding #leadership | Scoop.it
La vida es corta, sí, pero puede serlo todavía más si debes lidiar a diario con un mal jefe. Eso es lo que afirma un reciente estudio realizado por Keas.com, que revela que un 77% de empleados en esa situación muestran síntomas de estrés y un 66% de los que topan con un director desconsiderado o falto de habilidades comunicativas son más propensos a padecer enfermedades cardiacas.

Via Manuel Jorge García
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#Leadership and Change (Part 1)

#Leadership and Change (Part 1) | Making #love and making personal #branding #leadership | Scoop.it

Leadership is about change, but we all know disastrous stories of leaders whose boats cracked up on the rocks of change, either by leading an organization in a direction that constituents could not or would not accept, or by leading a group into some sort of dead end or cul-de-sac from which it never again emerged, or by leading an organization in so many different directions (read here "mission creep") that no one really knew which way to go or how to prioritize tasks.


Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, November 24, 7:17 AM

By Michael Jinkins. #Leadership is about change.

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#RRHH Blog de @evacolladoduran: Gestionar el cambio es acompañamiento y compromiso...

#RRHH Blog de @evacolladoduran: Gestionar el cambio es acompañamiento y compromiso... | Making #love and making personal #branding #leadership | Scoop.it
Cuando una organización cambia o ha de cambiar debe tener en cuenta que se enfrenta a un reto y a una batalla que no puede perder. Son momentos en los que nos jugamos un “todo por el todo” y que, si se falla, las consecuencias pueden ser demoledoras e incluso suponer el fin del negocio.

Son muchas las empresas que se encuentran en esta tesitura hoy en día. La entrada de las nuevas tecnologías y su irrupción en los nuevos modelos de negocio ha supuesto tener que iniciar todo un proceso de cambio que debe entenderse y nacer de una nueva Cultura, de una nueva manera de hacer las cosas.

Se hace necesario revisar todo aquello que hasta ahora eran nuestros ejes culturales: Nuestros Valores (lo que nos hará diferentes en el mercado) nuestra Misión (A quien nos dirigimos) y la Promesa de nuestra marca (como queremos que nos vean y por qué nos van a creer).

Hay que comunicar el cambio a los Equipos desde la honestidad y la transparencia más absoluta. Con pros y contras. El por qué vamos a cambiar, cuáles han sido las decisiones a nivel estratégico que apoyan y aseguran que esto es lo que necesitamos: Comunicar, Explicar, Compartir e invitar a que nuestros colaboradores pregunten… Sólo así van a comprender que los procesos actuales quizá ya no sirvan en un futuro, que las cosas tal y como se venían haciendo tal vez deban transformarse y que la organización quizá será diferente… Es el momento de avanzar, profesionalizarnos, desaprender… y fundamental: ¡Contamos con vosotros para hacerlo!
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